Standard 2 CC Workbook

The CARE CERTIFICATE
Your personal
development
What you need to know
THE CARE CERTIFICATE WORKBOOK
Standard
Developing
a personal
development
plan (PDP)
Personal development
happens throughout your
life. At work, it starts with
agreeing your aims and
objectives and thinking about your
strengths and development needs.
You then set goals so that you can
meet your objectives and make the
most of your talent.
A personal development plan (PDP) is an action plan that helps you get organised,
identifies learning and development needs to help you do your job better or help in your
career, and then tracks progress.
For those new to health and social care, the Care Certificate is the beginning of your
learning and will usually form part of your induction. All good employers will want to
develop their workers further over time. This development plan might be agreed during
your induction period or during a review at a later point. The majority of PDPs cover a
12-month period. You will agree with your employer how long it will take you to complete
the Care Certificate. Your employer knows exactly what they expect from a worker and will
help you set targets and find the learning you need. As you continue to work in health and
social care it is important that you develop your skills and abilities. This may involve further
training, specialist courses and qualifications.
The most important person involved in your PDP is you; however, your manager, other
workers and the people you provide care and support for will all play a part.
In order to agree your PDP you need to ask yourself questions such as:
What do I want to achieve?
What are the standards, skills and knowledge needed by my current role and do I
have any gaps?
What are the learning and development opportunities in my current role?
What are my ambitions and goals?
Am I making the right choices to get me there?
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Supervision and appraisal
When you are carrying out your work activities, you will be supervised by a more senior
member of staff. Supervision is a term which is also used to refer to more formal sessions
with your manager or supervisor which are an opportunity to discuss your performance
and development. Supervision sessions are a regular opportunity to talk through any part
of your work, your role or about the individuals you provide care and support for. Your
supervision might take place one-to-one with your manager or in a group or team meeting.
Sessions take place at a time and frequency agreed with your manager and should be
recorded.
Regular supervisions are important to any job so concerns can be addressed, progress
checked and additional support arranged. Whether your work is in one location or
within the community, your employer should ensure that you have regular supervision
opportunities.
An appraisal is a one-to-one meeting, usually once a year, between you and your manager
which reviews how well you are working and making progress. Your manager will support
you to plan your next steps and update your PDP.
Agreeing your objectives
Your objectives spell out the things that you want to achieve. Psychologists have
developed the SMART goal system to help you write objectives. SMART stands for
specific, measurable, achievable, relevant and time-based. Once you have set clear
objectives, it is time to break them down into manageable action points and record this
information in your PDP.
You should follow these steps:
S
M
A
R
T
Specific
Measurable
Achievable
Relevant
Time-based
Step 1. Agree objectives
Example: Be able to write and review care plans with the individuals who receive care and
support in my workplace.
Step 2. Plan activities to meet the objectives
Example:
Read the instructions and look at the layout for care planning in my workplace
Discuss these and ask questions of an identified more experienced worker
Examine and discuss three examples of care plans with the individuals concerned
with their permission, and discuss any changes they might like to make
Report back to your manager and discuss any questions or learning points.
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Step 3. Set timescales to achieve outcomes and review
Timescales - one of the four activities listed will be achieved each week so this will take
four weeks.
Outcome - Discuss the three reviewed and possibly update ‘care plans’ with your
manager and review your learning.
Developing your knowledge, skills and understanding
Core skills
Whatever your health or social care workplace, it is important that you have the right level
of literacy, numeracy and communication skills.
You may need to read and contribute to care plans, record data clearly and legibly,
fill out forms, write emails or take notes
You need to be able to read and understand instructions about your ways of working.
You might be involved in supporting an individual to monitor their weight, for
example, and keep a record of weight loss and then calculate overall progress
You might take and record an individual’s temperature or blood pressure at regular
intervals and report on any concerns
You might need to know the difference between a variety of different measures, such
as gram and milligram, and be able to calculate simple conversions.
Good communication skills are one of the Care Certificate Standards. When working in
health or social care an exchange of information will develop your understanding of an
individual’s needs. If the information is inaccurate or misleading, mistakes can be made
which can result in care that is not person centred.
The internet has a number of websites where you can check your level and then develop
your literacy, numeracy and communication skills. Non-web-based materials and faceto-face learning opportunities can also be found. You might be expected to have skills at
a specific level in your role and be provided with support to improve your skills. Ask your
manager if there are any particular opportunities, resources or support available.
Learning and development
Your employer organisation may provide internal training that is designed to help you with
your learning and development. You should ask your manager or colleagues about this.
Finding information outside your organisation can also help you gain knowledge and skills.
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The Care Quality Commission (CQC), your union (if you have one), the Social Care
Institute for Excellence, or other workers and networks provide a wealth of guidance and
information. Sector bodies Skills for Care or Skills for Health, or the relevant National
Skills Academy, are good sources of information about qualifications, courses and
apprenticeships suitable for your role.
www.cqc.org.uk/
www.scie.org.uk/
www.skillsforcare.org.uk
www.skillsforhealth.org.uk/
www.nsahealth.org.uk/
www.nsasocialcare.co.uk/
Everyone learns in different ways and there are lots of opportunities today to mix
and match different methods and opportunities to suit you and how you like to learn.
Depending on your role, there are many formal and informal activities that you can carry
out as part of a blended approach to learning. Resources for learning may be reading
materials, TV or video clips, or research on the internet or even Applications (Apps.) on
your phone. These all develop your knowledge and understanding. Learning also takes
place through social media forums such as twitter and other internet based discussion
forums. These are live and can develop your awareness of others’ approaches, but always
check with the ways of working in your workplace if you are unsure about anything you
have learned.
Structured learning will include work shadowing, where you work alongside a more
experienced worker, or undertaking e-learning. Formal learning, courses and qualifications,
can improve your knowledge and skills and confirm your competence to do your job.
Active learning involves you in reading, writing, describing, discussing, listening and
reflecting on presented information. It gives you the opportunity to explore new areas and
gives you fresh ideas. Discussing ideas with others will give you greater self-confidence
in your work as you gain deeper knowledge and understanding. This will enable you to put
the theory into practice and improve your overall work.
Reflection is a learning tool which uses past experiences to help you develop your skills
and gain greater understanding of your abilities. It involves thinking about your actions
and how you relate to the people who receive care and support as well as your work
colleagues. You look back on a situation or activity and consider the way it has been done,
thinking about what you could do differently. It helps you think about how good your work is
and the improvements that you want to make.
Speak to you manager and other colleagues about their recommendations for further
learning.
Receiving feedback
You need helpful feedback when joining a new workplace and learning new skills. As
you progress through the Care Certificate and your induction, you should receive regular
feedback from your manager or assessor. This should help you to develop your skills,
provide clarity and give you the ability to meet the standards required.
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Not receiving any feedback can lead to a false assessment of your own abilities. Health
and social care work involves using knowledge, skills and understanding together
to manage complicated and stressful situations in a caring and compassionate way.
Constructive feedback is one way of helping you develop your confidence and your ability
to solve problems. It is an essential part of learning and development which helps you
develop awareness of your strengths as well as areas for improvement.
Feedback can be formal or informal:
Formal
Informal
Informal feedback happens in
day-to-day discussion with work
colleagues, managers or the
individuals that you provide care and
support for.
Formal feedback would usually be
given in writing. This might be part
of an assessment or appraisal or
on a comments sheet.
You should be given feedback as soon after the event as possible. The most helpful
feedback is always given positively and is constructive. This means it should be based
on the facts and describe what you could do differently or what you did well. It should
concentrate on how to change rather than on personal factors like confidence or
intelligence.
The Care Certificate
The Care Certificate is a key part of the induction an employer has to provide. It is
expected that it be completed and assessed before new health or social care workers
are allowed to work without direct supervision. It sets out specific values, abilities and
behaviour that ensure that the new health or social care worker is able to provide good
quality care with compassion. It comprises 15 different standards, ranging from your
own role and development to values like equality, diversity and dignity, to health and
safety and infection prevention. You need to be overseen for each of the standards until
your assessor is confident that you are meeting them all and can work without direct
supervision. The 15 standards can be found here:
www.skillsforhealth.org.uk/projects/item/24-care-certificate
www.skillsforcare.org.uk/Standards/Care-Certificate/Care-Certificate.aspx
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The Care Certificate workbooks and activities cover the knowledge content, though your
employer may choose to provide more detailed information about each part. Whether you
are using these training materials, or others your employer has arranged, it is important
that you are given the time to learn during your induction. Your employer will want to
regularly check progress, review your learning and feedback.
The combination of the knowledge content, practical training and workplace assessment
should enable you to develop the essential skills to undertake your role. Some undertaking
the Care Certificate will require more support than others. Your manager should be able to
identify this as part of supervision, but always let them know if you need more support.
Continuing your learning
As a health or social care worker, it is important to carry out further training and
qualifications. Continuing professional development, (CPD), is a record of your learning,
development and achievement. It will usually be in a folder which keeps records of your
progress beyond your initial training. The PDP will help you to focus on areas for learning
and development. Continual learning is needed by all workers, especially in health and
social care as changes happen on a regular basis. Legislation may change, ways of
working may be developed and ways to complete documentation may be improved. Your
CPD file will become valuable evidence of what you have done to develop your knowledge
and skills.
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The CARE CERTIFICATE
Your personal
development
What do you know now?
THE CARE CERTIFICATE WORKBOOK
Standard
Activity 2.1a
There are a range of different
sources of support available
to you that will help you to
progress your learning and
development in your role.
Complete the diagram below
to identify some of the
sources of support that you
could use or access:
Your personal
Development
Identify - point out, highlight or note
down the main answers or examples
that relate to the subject.
Sources of
support for my
learning and
development
include...
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Activity 2.1b
Creating a personal development
plan is a step-by-step process
and will involve you working with
different people. Fill in the boxes
below to describe the process for
agreeing a personal development
plan and for each step identify
who will be involved in the process:
Describe - to describe means to create a
picture with words but not simply writing a
list of bullet points.
Identify - point out, highlight or note
down the main answers or examples
that relate to the subject.
Step 1:
Step 2:
Step 3:
The following people
will be involved...
The following people
will be involved...
The following people
will be involved...
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10
Activity 2.1c
Learning is a process that we are
involved throughout our lives and
not just at school. There are many
different ways in which we can
learn, for example using feedback
from others is a great way to learn
and help us to develop/improve
the way we work.
Explain - to explain something you
will need to provide a clear account
of your understanding including
details like why and how.
Complete the sentence below to
explain why feedback from others is
so important for our learning process:
Feedback from others is important in helping me to
develop/improve because...
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Try and use as many
of the following words
in your explanation:
• Constructive
• Competence
• Confidence
• Knowledge
• Improvement
• Learning from others
Activity 2.2a
Literacy, numeracy and communication skills are
necessary for you to carry out the requirements
of your role. Often the skills that you need to use
will be very specific to your responsibilities and
the service that you work in. Fill in the boxes
below to describe how you will use your literacy,
numeracy and communication skills in practice:
I will need to use my literacy skills when I...
I will need to use my numeracy skills when I...
I will need to use my communication skills when I...
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Describe - to describe
means to create a
picture with words but
not simply writing a list
of bullet points.
Activity 2.2b
Your current levels of
competence in relation to literacy,
numeracy and communication
are likely to be very specific to
you as an individual. Explain how
you would check your current
levels of literacy, numeracy and
communication skills:
Explain - to explain something you
will need to provide a clear account
of your understanding including
details like why and how.
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Activity 2.2c,
2.2d and 2.2e
Complete the table below to
describe how the different
development activities
have helped to improve
your knowledge, skills and
understanding:
Development
activity
Provide a
description of
the development
activity
Describe - To
to describe
describe means
means to
to create
create a
a picture
picture
with
with
words
words
but
but
not
not
simply
simply
writing
writing
a list of bullet points.
How has it
helped to
improve your
knowledge?
1. A learning
activity that
you have
undertaken
recently
2. Reflecting
on a situation
3. Feedback
from others
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How has it
helped to
improve your
skills?
How has it helped
to improve your
understanding?
Activity 2.2f
Part i)
For each of the learning
opportunities below,
decide whether each is an
example of a formal learning
opportunity or informal
(tick your option):
Formal or informal
learning opportunity?
Annual Appraisal with your manager
FORMAL
INFORMAL
E-learning courses
FORMAL
INFORMAL
Watching a documentary
FORMAL
INFORMAL
Undertaking a training course
FORMAL
INFORMAL
Breaktime discussion with colleagues
FORMAL
INFORMAL
Reading a magazine or journal
FORMAL
INFORMAL
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Activity 2.2f
Part ii)
Select 3 learning opportunities that
are available to you, you could select
ones from the list above or ones that
are specific to you. For each learning
opportunity, list how it will help you to
improve the way you work:
Learning opportunity
List- this term means to indentify
the main points which can be
written as bullet points.
How will it help you improve the way you work?
1.
2.
3.
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Activity 2.2i
Continuing professional
development (CPD) is
essential for work in the
health and social care
sectors. Explain why CPD
is important for your own
and others’ development:
Explain - to explain something you
will need to provide a clear account
of your understanding including
details like why and how.
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Care Certificate progress log, mapping and sign-off document
Standard Number: 2
Standard Title: Your Personal Development
Document guidance
This document provides an overview of the outcomes and assessment criteria for Standard 2: Your Personal Development. It identifies the criteria within the Standard that should have
been achieved upon successful completion of the underpinning knowledge within the Care Certificate workbook. Employees must demonstrate their competence in practice in order to
fully achieve this Standard of the Care Certificate.
This progress log and sign-off document should be completed jointly by the employee and the manager/supervisor/assessor to confirm that all outcomes and criteria have been
achieved in practice in the work setting. Supplementary evidence can be attached to demonstrate achievement and it is suggested to do so as good practice.
This document also provides an outline of the suggested mapping of outcomes and criteria within Standard 2: Your Personal Development of the Care Certificate to the recommended
Qualifications and Credit Framework (QCF) unit, the National Minimum Training Standards for Healthcare Support Workers and Adult Social Care Workers in England and the
Common Induction Standards. This document does not necessarily indicate direct mapping of criteria and therefore assessors and/or managers should ensure they follow the
guidance below. Please note that when the term assessor is used throughout this document this could be the manager, supervisor or assessor and will be decided by the employing
organisation.
This document should always be used in conjunction with the guidance provided in the Care Certificate Framework Technical Document.
Guidance for assessors
Assessors must ensure that the learner has produced evidence for each assessment criterion that is valid, authentic, reliable, current and sufficient. Therefore assessors must not
assume that if the mapping document indicates a criterion could have already been achieved, the mapped criteria within the QCF unit should automatically be awarded. Learners and
assessors are responsible for ensuring that the outcomes and criteria within the QCF unit and standards below have been achieved to the required standard. For reference, within the
column that refers to coverage of the relevant QCF unit, a P indicates that the Care Certificate criteria provides partial coverage of the relevant criteria within the QCF unit, whereas an
F indicates full coverage.
The Assessment method used column is included to allow assessors to provide evidence of the type of assessment method that has been used to assess the Care Certificate
criteria. This is likely to be noted as the Care Certificate Workbook, however if further evidence is also provided this could include professional discussion, observation, question and
answer, e-learning, witness testimony etc. This column can also be completed to evidence competency using these example assessment methods.
The Evidence location column is included to provide a clear signpost to where the learner’s evidence can be found. This may be within a portfolio of evidence, a continued
professional development (CPD) file or electronically via e-learning or e-portfolio.
Unit number
Unit title
Level
Credit
J/601/5470
Introduction to personal development in health, social care or childrens
2
3
A/601/1429
Engage in personal development in health, social care or children’s and
young people’s settings
3
3
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Care
Certificate
Standard 2
Outcome
Care Certificate
Standard 2 Criteria
2.1 Agree
a personal
development
plan
2.2 Develop
their knowledge,
skills and
understanding
Knowledge/
Competence
Question
within
workbook
QCF unit: Introduction to personal
development in
health, social care
or children’s and
young people’s
settings
P = Partial
F = Full
QCF unit: Engage in
personal development in health,
social care or children’s and young
people’s settings
P = Partial
F = Full
National Minimum
Training Standards: Standard
2 – Your Personal
Development
Common
Induction
Standards:
Standard
2 – Personal
Development
2.1a Identify
sources of support
for their own
learning and
development
K
2.1a
AC3.1 - F
AC4.1 - P
2.1.1
4.1
2.1b Describe
the process for
agreeing a personal
development plan
and who should be
involved
K
2.1b
AC3.2 - F
AC4.3 - P
2.1.2
4.2
2.1c Explain
why feedback
from others is
important in helping
to develop and
improve the way
they work
K
2.1c
AC3.2 – P
2.1.3
4.3
2.1d Contribute
to drawing up
own personal
development plan
C
2.1e Agree
a personal
development plan
C
AC3.2 – P
AC5.3 – P
2.1.4
3.3
2.2a Describe the
functional level of
literacy, numeracy
and communication
skills necessary to
carry out their role
K
2.2.1
3.1
AC3.3 – F
2.2a
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Assessment
method
used
Evidence
location
Sign-off
initials
Date
2.2b Explain how to
check their current
level of literacy,
numeracy and
communication
skills
K
2.2b
2.2c Describe how a
learning activity has
improved their own
knowledge, skills
and understanding
K
2.2c, d
and e
AC2.1 – P
AC4.1 – P
2.2d Describe
how reflecting on
a situation has
improved their own
knowledge, skills
and understanding
K
2.2c, d
and e
AC2.1 – P
AC4.2 – P
2.2e Describe
how feedback
from others has
developed their own
knowledge, skills
and understanding
K
1.2e Part i
1.2e Part ii
AC2.1 – P
AC4.3 – P
2.2f Demonstrate
how to measure
their own
knowledge,
performance and
understanding
against relevant
standards
C
2.2g List
the learning
opportunities
available to them
and how they can
use them to improve
the way they work
K
2.2.2
AC2.3 – P
2.2.6
AC3.1 – P
2.2g Part i
2.2g Part ii
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3.2
20
2.2.4
2.2
2.2.3
2.2.5
2.1
2.2h Demonstrate
how to record
progress in relation
to their personal
development
C
2.2i Explain
why continuing
professional
development is
important
K
AC4.4 – F
2.2i
AC2.1 – P
2.2.3
2.2.7
2.1
Declaration of completion
I confirm that the evidence provided by the employee meets the full requirements for Standard 2: Your Personal Development of the Care Certificate.
Employee signature:
Name of assessor*:
Assessor* signature:
Completion date:
*The Assessor can be your Manager, Supervisor or someone else authorised by your employing organisation. This individual provides confirmation that all learning
outcomes and assessment criteria for the Care Certificate standard identified above have been completed and signed off by an authorising person.
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